Study On Relationship Between Employee Engagement And Job Burnout Of Oncology Clinical Nurses

BACKGROUDWith the improvement in quality of life, the demand for medical services is growing constantly. The conflict between physician-patient is becoming more and more serious, and the medical staff is under great psychological pressure.Nurses working in the clinical department are with heavy and complicated daily work. The oncology nursing is a relatively high-risk job than the normal nursing. The oncology clinical nurses become the high-risk group of job burnout.Therefore, it is very important to research the current situation of the oncology clinical nurses’ job burnout.OBJECTIVEThis study aims to find out the relationship between employee engagement and job burnout of the oncology clinical nurses and to give suggestions for the hospital management department.METHODOLOGYMethods of the first research stage:literature review, expert consulting, individual interview.Methods of the second research stage:sampling survey and questionnaire survey.Data analysis methods:T-test, variance analysis, chi-square test, descriptive analysis, regression analysis, Pearson analysis.RESULT AND ANALYSISAverage of Gallup Q12is25.12±4.48(out of36). High degree of engagement accounts for20.50%of the sample; moderate degree of engagement accounts for59.50%of the sample; low degree of engagement accounts for23%of the sample. Four different levels of engagement from high to low in the order:basic needs, team cooperation, self-development, and management support.Average of NBS is40.32±24.52(out of228). Low degree of job burnout accounts for51%of the sample; moderate degree of job burnout accounts for30%of the sample; high degree of job burnout accounts for19%of the sample.DISCUSSION AND RECOMMENDATIONAccording to the survey, we found that the factors that influenced employee engagement and job burnout of the oncology clinical nurses include internal (personal factors and organizational factors) and external factors. Personal factors were employee engagement, personality characteristics, demographic factors, role conflict, personal relationships, coping style, and work expectations. Organizational factors were personnal arrangement, wage and welfare, the working environment and support network. External factors were social status.Aiming at the possible factors that lead to job burnout, the following measures should be taken. First of all, the nurses themselves should be brave to face the pressure, do Self-adjustment and re-examine the meaning of work. Secondly, the managers of the hospitals should facilitate the construction of healthy working environment both physically and mentally through improving the working conditions, rationally allocating nurses, and setting up the career development planning for nurses in the hospital.